Powering India's Growth: Through people

NTPC Limited believes in achieving organizational excellence through Human Resources and follows "People First" approach to leverage the potential of its 23,500 employees to fulfill its business plans. Human Resources Function has formulated an integrated HR strategy which rests on four building blocks of HR viz. Competence building, Commitment building, Culture building and Systems building. All HR initiatives are undertaken within this broad framework to actualize the HR Vision of "to enable the people to be a family of committed world class professionals making NTPC Limited a learning organization. To induct talent and groom them into a dedicated cadre of power professionals "Executive Trainee" Scheme was introduced in the year 1977 for recruitment in the disciplines of Mechanical, Electrical, Civil, Control & Instrumentation and now encompasses Computer Science, Chemistry, HR and Finance disciplines also. Besides a comprehensive one year training comprising theoretical inputs as well as on-the-job training, the new recruits are also attached with senior executives under a systematic and formal 'Mentoring System' of the company to integrate them into the Culture of the company. As part of post employment training and development opportunities, a systematic Training plan has been formulated for ensuring minimum seven days training per employee per year and includes level-wise planned intervention designed to groom people for assuming positions of higher responsibility, as well as specific need-based interventions based on scientific Training Needs Analysis. NTPC Limited has set up 15 project training centres, 2 simulator training centres and an apex institute namely 'Power Management Institute' (PMI). While the project training centres (Employee Development Centres) have specialized in imparting technical skills and knowledge, PMI places emphasis on management development. Besides opportunities for long term education are also provided through tie ups with reputed Institutions like IIT, Delhi, (M.Tech in Power Generation Technology), MDI, Gurgaon (Executive MBA programme), BITS, Pilani (B.Tech) etc. In order to realize the HR Vision of making NTPC Limited a learning Organization by providing opportunities to continually learn new capabilities a number of initiatives have been taken. NTPC Limited Open Competition for Executive Talent (NOCET) is organized every year in which teams of executives compete annually
36

through oral and written presentation on a topical theme. Similarly "Professional Circles" have been formed department-wise where Executives of the department meet every fortnight to share their knowledge and experiences and discuss topical issues. In order to tap the latent talent among non executives and make use of their potential for creativity and innovation, Quality Circles have been set up in various units/offices in NTPC Limited. Besides a management journal called "Horizon" is published quarterly to enable employees to share their ideas and experiences across the organization. Demonstrating its high concern for people, NTPC Limited has developed strong employee welfare, health & well-being and social security systems leading to high level of commitment. NTPC Limited offers best quality-of-life through beautiful townships with all amenities such as educational, medical and recreational opportunities for employees and their family members. The motivation to perform and excel is further enhanced through a comprehensive NTPC Limited Rewards and Recognition system. In order to institutionalize a strong Culture based on Values a number of initiatives are taken to actualize the Vision and Core Values (BCOMIT) across the company. A culture of celebrating achievements and a strong focus on performance are a way of life in NTPC Limited. NTPC Limited has institutionalized "Development Centers" in the company to systematically diagnose the current and potential competency requirements of the employees with the objective of enhancing their development in a planned manner. These Centers give a good insight to the employees about their strengths and weaknesses, the gaps in their competencies which they can bridge through suitable support from company. Due to innovative people management practices there is a high level of pride and commitment amongst employees as reflected in the various external surveys including Great Places to Work for in India in which NTPC Limited was rated third Great Place to work for in the country in 2005.

5 S for the company:

37

5 S is a Japanese term for organization, neatness, cleanliness, standardization, and discipline. All these words start with the letter S which are: Seiri Stands for Organization Seiton Stands for Neatness Seiso Stands for Cleanliness

Seiketsu Stands for Standardization Shitsuke stands for Discipline These all words from Japanese languages stands for the steps to be taken for ensuring proper organization, neatness, cleanliness, standardization, and discipline in companys housekeeping and work place management practices. Objectives of Human Resource Management: To enhance organizational performance by institutionalizing an objective and open performance management system. To align individual & organizational needs and develop business leaders by implementing a career development system. To enhance a commitment of employees by recognizing & rewarding high performance. To build & sustain learning organization world class professionals. To institutionalize core values & create a culture of team-building, empowerment, equity, innovation, & openness which would motivate employees & enable achievement of strategic objective. To assist employees in achieving their personal goals.

38

HR Department includes: Employees services Section (ES) Town Administration Office Administration & pension Employees Benefits Section (EB) Corporate Social Responsibility (CSR) Public Relation (PR) Rajbhasha (Hindi) Employee Welfare Section (EW) Law Human Resource Development (HRD) Performance management System (PMS) Employee Development Center (EDC) Employee Relation/ Industrial Relation (ER/IR)
These are some sub section with whom H.R.D works well at NTPC Limited, Kahalgaon to achieve his goal with a Vision.

39

HR HIERARCHY OF NTPC Limited KAHALGAON

40

 TOWN ADMINISTRATION
The main areas of this section are:

Educational Institution (like School)

There are three schools which are established by NTPC Limited in the township area for the Children of there employees. Under this a lump sum amount is being paid by the NTPC Limited for the maintenance of the schools. Three schools are:

St. Josephs School DAV Public School Kendriya Vidalaya Township Security
A home guard security system is being maintained by NTPC Limited at township area for the safety of families of employees. These home guards are posted at the entrance gate of the township (there are two main gate of township for the entrance), as well as these home guards are also posted at the shopping complex & shopping center and also at the major places where security & safety is needed. These guards are working in sifts it means there should 24 hours security service is there in township.

Social & National Celebration

Under this, section has to arrange all the things to celebrate the social & national functions like Republic Day, Independence Day and more other festivals. It is the responsibility of section to inform & celebrate the cultural programmes occasionally.

41

Accommodation(Quarter Allotment)
Under this head the work area is to distribute quarter to the employees of NTPC Limited for their residential purposes. In this regard they facilitate the employees by accommodation facility on the basis of their grade/designation.Transit

camps(Ashok Bhawan)
Employees who come to join the organisation on their first appointment or on transfer from one Unit to another will be allowed Guest House/Transit Camp accommodation The Guest House/Transit Camp accommodation is primarily meant for employees of NTPC Limited and those employees of Central Government/State Government/Public Sector Undertakings, who visit the place in connection with NTPC Limited work. Subject to availability, however, it can be allotted to the employees of Central Govt./Stat Govt./Public Sector Undertakings and outside agencies, even if they visit the place in connection with their own work.

VIP Visits(Mansarovar)
Under this if there is any VIP visit in the plant or at the township then all the arrangements of their staying, lodging and transporting facilities is being done in a proper manner.

42

 OFFICE ADMINISTRATION &PENSION

The main areas of this section are:

Office Administration
In office administration all the employees who are working in the office premises they should gate facilitate by proper number of chair & tables, coolers, stationary items and more other important things, which are needed at work area.

Office Entitlements
In office entitlements the employee should well informed that where they have to sit or they should be given chambers. More other office related works, which affects the day today works of the employees who are working in the office premises.

Pension & provident Funds (PF)

NTPC Limited SELF CONTRIBUTORY SUPERANNUATION BENEFIT SCHEME

(Managed by NTPC Limited Self Contributory Superannuation Benefit Trust) OBJECTIVES:In order to take care of post retirement needs and contingencies of death or permanent disablement while in service of the corporation a, Self Contributory Superannuation Benefit (Pension) Scheme has been introduced. NAME OF THE SCHEME:The Scheme is called NTPC Limited Self Contributory Superannuation Benefit (Pension) Scheme. ADMINISTRATION OF THE SCHEME:The scheme will be administered by a Trust constituted for the purpose and named as NTPC Limited Self Contributory Superannuation Benefit (Pension) Trust.

43

EFFECTIVE DATE:Scheme shall be deemed to have been introduced w.e.f. 1.4.95. COVERAGE AND ELIGIBILITY:All existing employees in the pay scales applicable to the workmen, supervisors and executive categories who were on the roll of the corporation as on 1.4.95 shall be deemed to be Members of the Scheme from that date. Employees who were on the roll of the corporation as on 1.4.95 and during the period from 1.4.95 to date of issue of this circular have superannuated, will have the option to become the Member of the scheme for which a separate communication will be issued by the Trust. All the employees who are appointed in the workman or Supervisor or Executives scale of pay in future will compulsorily become the Member of the Scheme from the date of appointments. In the event of any dispute as to eligibility of any employee to become Member, decision of the Employer shall be final. PENSION BENEFITS: Pension on Superannuation/Incapacitation/Death: While in Service of Members: Subject to the provisions of these rules, a Member would be entitled to pensinary benefits by way of purchase of pension annuities on the basis of accumulated contribution amount with the Trust in respect of individual employee. These Pension annuities will be purchased through LIC/any other Insurance Company authorized by IRDA. Commutation of pension: The Member may at his sole discretion commute a part of the eligible accumulated Contribution amount as per the provisions under the applicable laws. Benefits on Separation in case of VRS, Resignation, Dismissal, etc: Member may opt for refund of the accumulated amount of contributions and the same would be refunded based on the period for which the contribution was paid by the Member less escalation on additional contribution amount, which was paid on surrendered items identified for Pension Scheme (The amount of surrendered items will be as fixed from time to time or if, any Member wants to avail the pensionary benefits
44

then he is allowed to do the same under the provisions of the Scheme instead of refund of contribution as mentioned above. Revision in Benefits by the Trustees: The Board of Trustees in consultation with the Corporation/Actuary shall review the availability of money of the Pension Trust annually or at such intervals as may be deemed fit by the Board of Trustees to decide any revision in the benefit payable under the Pension Scheme, from time to time. The decision of the Board of Trustees shall be final and binding EMPLOYEES PROVIDENT FUND RULES NAME OF THE FUND: The Fund shall be called National Thermal Power Corporation Limited Employees Provident Fund New Delhi. DEFINITIONS: i) The Company means the National Thermal Power Corporation Limited;

ii) Fund means the National Thermal Power Corporation Limited Employees Provident Fund; iii) Board means the Board of Trustees;

iv ) Trustee means a member of the Board of Trustee; v) Chairman means the Chairman of the Board of Trustee;

vi ) Secretary means the Secretary of the Board of Trustees; vii Member means a Member of the Fund; Continuous service means uninterrupted service under the company and includes service which is interrupted by sickness, accidents, authorized leaves, strikes which is not illegal, or cessation of work not due to employees fault; viii Basic Wages means all emoluments which are earned by an employee while on duty or on leave with wages in accordance with terms of contract of

45

employment and which are paid or payable in cash to him, but does not include-

The cash value of any food concession; Any dearness allowance (that is to say, all cash payments by whatever name called paid to an employee on account of a rise in the cost of living), house rent allowance, overtime allowance, bonus, commision or any other similar allowance payable to the employee in respect of his employment or of work done in such employment.

46

RULES AND REGULATIONS OF EMPLOYEES GRATUITY FUND DEFINITIONS: In these rules and regulations unless there is anything repugnant to the context or subject:

Board of Trustees means the Board consisting of all the Trustees of the Fund Beneficiary means an employee entitled to gratuity in accordance with the provisions of these Rules. Commissioner means Commissioner of Income Tax. Employee means any person (other than an apprentice) employed on wages in the company irrespective of the rate of his pay and status, but does not include an employee of the state, Central government or other government or industrial concerns working with the company on foreign service terms. The Board of Directors means the Board of Directors for the time; being of National Thermal Power Corporation Limited and shall include any Committee of the Board of Directors to which the Board of Directors has delegated or may delegate its powers in this respect. The Company means National Thermal Power Corporation Limited. The Fund means the National Thermal Power Corporation Employees Gratuity Fund. Rules means the Rules and Regulations of NTPC Limited Employees Gratuity Fund as contained in this schedule. Secretary means the secretary of the Board of Trustees. Trustees means the Trustees here of the time being of the Fund and Trust means the irrevocable Trust under which the Fund is established.

47

Wages means all emoluments which are earned by an employee while on duty or on leave in accordance with the terms and conditions of his employment and which are paid or are payable to him in cash and includes dearness allowance but does not include any bonus, commission, house rent allowance, overtime wages and any other allowance.

EMPLOYEE BENEFITS
The employee benefit section forms the core of HR department. It acts as a facilitator for employees to avail various facilities and helps in the processing of various orders to ensure smooth functioning of the orgaanisation. Some of the functions are as follows: Joining formalities(new joining as well as transfer in) In this head a new joining will have a get together with all employees who are working there for past. It means to give introduction about the working style and introductory information about the employees or the officers. Separation of employees(Retirement, Transfer ) When the employees get retired or is transferred a farewell party is being organized by the benefit section of the organization. Promotion (DPC & RPC) To facilitate the employees by giving them promotion comes under this head. Local recruitment of points men, loco drives Under this the need of lower office work peon is to be fulfilled by recruiting local person not only for office but also for drivers of vehicles in loco a re also selected. LTC(leave, children education, reimbursement)

48

 With a view to assist employees in partly meeting the expenditure incurred by them towards education of their school going children studying in class I to XII, it has been decided to allow reimbursement of expenditure on Children Education to the employees. The scheme of reimbursement of conveyance expenditure is introduced for all the employees in the organization Social measures(NTPC Limited Economic death relief scheme, PRMS,DRS)

In case of death of conveyed employee of NTPC Limited, caused by accident as at 5.1 the nominee(s) as declared by the employee for the purpose of compensation payable under Group Insuarance Scheme, will be paid a compensation by the Insurers to the extent of 100% of the capital sum insured, which will be 50 months pay (Basic Pay and DA) received with reference to position as on 1 st April of the financial year which the death takes place. Terminal Insurance (HBA or group insurance) The insurance policy will provide coverage by way of payment of compensation to the extent specified in this scheme to the covered employees round the clock, whether he is on companys duty or not, on any location in India or abroad; against a bodily injury resulting solely and directly from accidents caused by violent, external and visible means which shall solely, and independent of any cause, result in death or disablement. The objective of the Group Personal Accident Insurance Scheme is a welfare measure formulated to insure employees against the consequences of personal accidents and provide appropriate relief to the affected employee or the nominee through an Insurance cover The scheme shall cover all regular employees and will also include/cover deputationists, Board appointees and trainees or the company under its own training schemes. Various other kinds of leave is also provided by NTPC Limited:

49

Casual Leave, Special Casual Leave, Earned Leave, Half Pay Leave, Sick Leave, Commuted Leave, Extra ordinary leave, Maternity Leave, Paternity Leave, Quarantine Leave, Special Disability Leave, Child Care Leave, Holidays, etc.

DEFINI

CSR VISION Be a socially responsible corporate entity with thrust on environment protection, ash utilization, community development & energy conservation.
TION: CSR is the concept that an enterprise is accountable for its impact on all relevant stakeholders. It is the continuing commitment by business to behave fairly and responsibly and contribute to economic development while improving the quality of life of the work force and their families as well as of the local community and society at large. CSR is a term describing companys obligation to be accountable to all of its stakeholders in all its operations and activities. Socially responsible companies consider the full scope of their impact on communities and the environment when

50

making decisions, balancing the needs of stakeholders with their need to make a profit. CSR is concerned with training the stakeholders of the firm ethically or in a socially responsible manner. Stakeholders exist both within firms and outside. Consequently, behaving socially responsibly will increase the human development of stakeholders both within and outside the corporations. CSR is defined as operating a business in a manner that meets or exceeds the ethical, legal, commercial and public expectation that society has of business. CSR is seen by leadership companies as more than a collection of discrete practices or occasional gestures, or initiatives motivated by marketing, public relations or other business benefits. Rather, it is viewed as a comprehensive set of policies, practices and programmes that are integrated throughout business operations and decision making processes that are supported and rewarded by top management.

THE SOCIAL COMMITMENT: NTPC Limited believes in growth with a human face, and pursuing peoplecentered development. NTPC Limited is a socially committed organization and a socially responsible corporate citizen. It attaches great importance to discharging its overall social responsibilities to the community and the society at large where its project and stations are located. In this regard Resettlement & Rehabilitation(R&R) program becomes an area of sharp focus, a program that addresses people affected directly or indirectly in the wake of the project undertaken by NTPC Limited. THE PIONEER: Sensitive to the social issues since its inception, the organization framed guidelines for the facilities to be given to the land oustees in 1980 building on the earlier guidelines, a comprehensive R&R policy was formulated and approved for implementation in May 1993. Based on its experiences and good practices adopted at various projects since the implementation of the 1993 policy, as also taking into consideration the GOIs recently notified NPRR-2003, NTPC Limited R&R policy has been revised in June 2005. The policy has been arrived at after intense consultation with stakeholders.
51

The organization was the first PSU, and in that way the pioneer, in having such policy in 1993. International funding agencies, as also the Government of India, recognize and acknowledge the experiences gained by NTPC Limited in this significant task. THE COMPREHENSIVE POLICY FRAMEWORK: The R&R policy aims at improving the overall economic status of Project Affected Persons (PAPs). This is achieved by providing opportunities in the fields of sustainable income, health, education, sanitation, communication and other such areas. Community development activities are carried out in a transparent and participative manner. Each program is based on the specific local requirements and guided by the extensive Socio Economic surveys (SES). This helps meet the objective of ensuring that the PAPs improve or at least regain their previous standard of living. Efforts are made to adopt a holistic approach to community development.

The Resettlement & Rehabilitation program is meticulously worked out for each PAP. The R&R policy options and entitlement include: Resettlement : Developed alternate free house plot and resettlement colony with necessary infrastructure facilities or provisions for self resettlement. Free transport arrangements for belongings and reusable material or suitable transport grant. Infrastructure to be provided includes primary schools, dispensary, panchayat ghar, drinking water well/hand pump, WBM roads, drainage, sulabh sauchalaya etc. Suitable resettlement grant etc. Rehabilitation: Land for Land on a willing buyer willing seller basis. Other rehabilitation options based on need and requirement Capacity addition programs

52

 Suitable rehabilitation grants, Subsistence Allowance, etc Other innovative measures like incentivizing purchase of land by the landless etc. Additional opportunities as per need and requirement CSR Vision Be a socially responsible corporate entity with thrust on environment protection, ash utilization, community development & energy conservation. NTPC Limited- The Trendsetter in CSR: CSR budget 0.5% of profit approximately Crores /year- one of the highest in Indian Corporate Sector Comprehensive Corporate CSR Policy appreciated by World Bank Corporate initiatives include NTPC Limited Foundation Maximize Ash Utilization Million MT (over 35%) Tree plantation 1.7 crores (next only to forest dept) The various activities being done by NTPC Limited as CSR: Community development (like roads, community hall, tubewells etc.) Promotion of education (vidya bhawan) Sewing training and adult education centre Voluntary social activities Medical facilities (medical camp) Sports activities Shrishti samaj Other activities like during natural calamities, fire accidents, etc

53

MISCELLANEOUS: During emergency situations and whenever the nation or society faces any disaster/natural calamities like flood, earthquake, NTPC Limited Kahalgaon comes forward and takes active role and extends all possible help to serve the purpose. Flood relief in the neighboring villages including repair of bridges during floods, distribution of meal among flood victims, medical facility to flood affected area, sanitation support in flood affected areas etc.

PUBLIC RELATION
PR SET- UP AT NTPC Limited, KAHALGAON
In 1987 when stage I activities was going on in NTPC Limited, Kahalgaon (Kahalgaon Super Thermal power Project), PR Department came into existence. Public Relation Executive Mr.S.Ravindran was the first person who took over the
54

charge of PR Department in NTPC Limited, Kahalgaon.After. After the transfer of Mr.S.Ravindran, Mr.Rakesh Prasad, Mr. T.K.Sinharay and Mr.Subhyash Ram headed the PR Section before assuming the charge by PR Executive Mr. Maheshwari Sharan, who was transferred from Vindhyachal in year 1998. After the transfer of Mr.Sharan, Mr. Asim kumar Das (Supervisor, PR) given .the responsibility to look after the day to day activities of PR Department. In the year 2000 Mr. Das was promoted as PR Executive and since then he is heading the Section. Presently Mr. Das looking after PR activities with direct reporting to Dy. General Manager (HR) Mr. Thomas Varkey. PR OBJECTIVES: To establish mutual understanding between the organization and the General Public. To establish brand image of the organization amongst the stakeholders.

Role of PR Section at Kahalgaon:

To share the information and achievement of the organization with people through media. To get public support to make an understanding between public and organization. To provide feedback information to the management. To formulate the advertising strategies to suit the emerging need of the organization. To design and provide all-important publications highlighting various project related activities. To organize exhibition, displays etc. to highlight the organization. To establish proper link between different departments of the organization.

TYPES OF COMMUNICATION: There are two types of communication carried out by the PR Department.

55

 Internal Communication External Communication INTERNAL COMMUNICATION: Public Relation Section is giving information to employee and family members regarding progress and other activities about all area. EXTERNAL COMMUNICATION: Public Relation gives information to general public besides employees and their family members regarding progress of the organization. MEDIUM OF COMMUNICATION: There are two medium used by NTPC Limited for communication: Print Media Electronic Media PRINT MEDIA: DEEPTI DARPAN: Deepti Darpan is a quarterly journal published by the NTPC Limited, Kahalgaon. Deepti Darpan is published to make employees and their families aware about the different activities and fuction being performed in the NTPC Limited it is used for the purpose of internal communication. Deepti Darpan contains the following: CMD & GM message paragraph. Latest visits in NTPC Limited, Kahalgaon. Plant related activities. Celebrations in the last three months. Achievements by the employees family members. Workshops being held for employees training. Social activities.

56

 Awards received by the NTPC Limited. FOLDER: Publicity folders and brochures are published yearly. Main purpose of the brochures is to make visitor and trainees familiar about the organization. It is published bilingual. It contains the following: Corporate Stories Generation Highlights. Financial Performance. About destination Kahalgaon. About project. About township. About environmental protection. About awards & accolades.

Special Supplement: The PR Department also brings out the two special supplements one in local and another in the national dailies by covering all the achievements of the year .To make the image of NTPC Limited in the public. Goodwill Advertisement: To make NTSCs relationship with the stake holders and the PR Department is frequently releasing goodwill advertisements. Press visits: The NTPC Limited, Kahalgaon on regular interval is inviting the press people to visit the site to get the proper response about the organization .which will help to make the image of the company. Press conferences: Twice in a year the Public Relation Department is arranging press conferences .Which is addressed by the project head to local media. In these conferences the project shares all the achievement and progress with the media to get their positive response in the interest of the organization.

57

ELECTRONIC MEDIA: The PR section of the NTPC Limited, Kahalgaon is maintaining very good rapport with the electronic media also. Electronic media is means of both internal as well as external communication. Every year 3-4 coverage appears in the news channels like ETV Bihar, Sahara channel and Aaj Tak for external people. JHAROKHA: Jharokha is a video magazine, which is being regularly produced by the public relation section of NTPC Limited, Kahalgaon. It is being produced by the PR Department since January 2003.So far 53 editions have been produced by the public relation deptt. It covers all the activities of the project as well as the township. The production of this video magazine is adjudge by the eminent judges at the corporate and has been awarded as the best video magazine in NTPC Limited .This medium of communication is now very effective in the township and is being screened through the cable channels in NTPC Limited. CONTENTS OF JHAROKHA: Corporate stories Generation highlights Local activities Song of the month. Viewers Corner Moral stories Star of the month

FEW MORE ACTIVITIES PERFORMED BY PR SECTION: EXHIBITION: In PR Department based on the common minimum program laid by the corporate PR through two exhibitions is displayed every year. One during Anand Mela (2days) in township and second during Shravani Mela (5days).Through these media of publicity the visitors are being educated by the experts of NTPC Limited official about the progress, achievements and future plans of the corporation. PUBLICATION OF TENDERS: The PR Department is responsible for publication of tenders through newspapers and websites.

58

COMMUNICATION CHANNELS OF NTPC Limited, Kahalgaon : Following are the important communication channels being used at Kahalgaon: Daily meetings Frequent meeting with union and association with Head of project. Cable network- Communication of circular and events can be done through character generator.

E- Khabar It is a monthly e-magazine of NTPC Limited, Kahalgaon for internal circulation.

RAJBHASHA
This section basically looks after the use of Hindi Language by the employees in their day to day activities like writing letter, inter office memo, signing a form, drafting a note sheet, forwarding a application, etc. General Manager of every project is the chairman of the HINDI committee. This section facilitates the use of Hindi by more and more employees by providing them necessary assistance and also rewarding them for their efforts.
ELIGIBILITY:

All full time employees of the company except the employees of the Hindi section of the office. Those employees who write notes/letters per day in office work or 180 notes per quarter in Hindi or 30 % or more of official work by senior executives in Hindi will be eligible for the incentives under this scheme.
INCENTIVES:

A person who writes 10,000 words in Hindi in a year will be eligible to compete for a prize. NTPC Limited schemes for facilitating Hindi Language : Incentive for acquiring working knowledge of Hindi
59

 Incentive on learning Hindi language Incentive on learning Hindi stenography Incentives for writing notes in Hindi Incentives for doing typing and stenography in Hindi Incentive for doing routine official work in Hindi. Incentive for giving dictation in Hindi Incentive for writing in Hindi in the house journals and NTPC Limited news magazine. Annual award for writing books in Hindi & technical subject. Rajbhasha Sheild NTPC Limited Rajbhasha Sheild

The employees welfare section of human resource department (Kahalgaon) caters to the social, cultural and recreational needs of NTPC Limited Ltd employees and their members in township. The employee welfare schemes can be classified into two categories viz. statutory and non-statutory welfare schemes. The statutory schemes are those schemes that are compulsory to provide by an organization as compliance to the laws governing employee health and safety. These include provisions provided in industrial acts like Factories Act 1948, Dock Workers Act (safety, health and welfare) 1986, Mines Act 1962. The non statutory schemes differ from organization to organization and from industry to industry. Types of Welfare Facilities: Statutory Welfare Schemes The statutory welfare schemes include the following provisions:
60

1. Drinking Water: At all the working places safe hygienic drinking water should be provided. 2. Facilities for sitting: In every organization, especially factories, suitable seating
arrangements are to be provided. 3. First aid appliances: First aid appliances are to be provided and should be readily assessable so that in case of any minor accident initial medication can be provided to the needed employee. 4. Urinals: A sufficient number of urinals are to be provided in the office and factory premises and are also to be maintained in a neat and clean condition.

5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to provide hygienic and nutritious food to the employees. 6. Spittoons: In every work place, such as ware houses, store places, in the dock area and
office premises spittoons are to be provided in convenient places and same are to be maintained in a hygienic condition.

7. Lighting: Proper and sufficient lights are to be provided for employees so that they can work safely during the night shifts. 8. Washing places: Adequate washing places such as bathrooms, wash basins with tap
and tap on the stand pipe are provided in the port area in the vicinity of the work places. 9. Changing rooms: Adequate changing rooms are to be provided for workers

to change their cloth in the factory area and office premises. Adequate lockers are also provided to the workers to keep their clothes and belongings. 10. Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions of water supply, wash basins, toilets, bathrooms, etc. Non Statutory Welfare Schemes
Many non statutory welfare schemes may include the following schemes: 1. Personal Health Care (Regular medical check-ups) : Some of the 2.

3.

4.

5.

companies provide the facility for extensive health check-up Flexi-time: The main objective of the flextime policy is to provide opportunity to employees to work with flexible working schedules. Flexible work schedules are initiated by employees and approved by management to meet business commitments while supporting employee personal life needs Employee Assistance Programs: Various assistant programs are arranged like external counseling service so that employees or members of their immediate family can get counseling on various matters. Harassment Policy: To protect an employee from harassments of any kind, guidelines are provided for proper action and also for protecting the aggrieved employee. Maternity & Adoption Leave Employees can avail maternity or adoption leaves. Paternity leave policies have also been introduced by various companies.

61

6. Medi-claim Insurance Scheme: This insurance scheme provides adequate

insurance coverage of employees for expenses related to hospitalization due to illness, disease or injury or pregnancy. 7. Employee Referral Scheme: In several companies employee referral scheme is implemented to encourage employees to refer friends and relatives for employment in the organization.

Benefits of Welfare Measures: They provide better physical and mental health to workers and thus promote a healthy working environment. Factors like housing schemes, medical benefits and recreation facilities for employees family help in raising their standard of living. This makes workers to pay more attention towards work and thus increase their productivity. Employees get stable labor force by providing welfare facilities. Workers take active interest in their job and work with a feeling of involvement and participation. Employee welfare measure increases the productivity of the organization and promote healthy industrial relation thereby maintaining industrial peace The social evils prevalent among the labor such as substance abuse etc. are reduced to a greater extent by welfare policies.

62

Major work areas of the Employee Welfare Section at NTPC Limited, Kahalgaon are: NTPC Limited Ltd., Kahalgaon has provided to its employees several facilities. These welfare facilities are also well maintained. In every industry, the welfare facilities are provided for the workers so that they are facilitated and do not face problems either in the industry or at home. The welfare facilities includes: NTPC Limited Employees Welfare Association NTPC Limited Sports Club Ladies club Cable TV service Vikramshila Club Co-operative society Plant Canteen Republic day celebration Independence day celebration
63

 Raising day celebration Schools- St. josephs school, kendriya vidyalaya, D.A.V Bal bhawan, Sujatha auditorium. Bus service. All the above mentioned welfare facilities are looked after by committees which constitute of elected and selected members. Fixed assets like furniture, equipments for the club building, utensils for canteens are provided by NTPC Limited.

Salient Features Of Welfare Activities Of NTPC Limited, Kahalgaon:

Canteen
All the factories/plantation under factories act or plantation act should have a canteen if the no. of employees exceeds 250.In NTPC Limited, Kahalgaon there are 1200 employees. There is a plant canteen which is run by contractors. The canteen has about 60 staffs. Breakfast, lunch, snacks, etc. are provided in the canteen. The management prescribes all the items to be provided in the canteen. The rate of these items is also prescribed by the management. The aim of the canteen is to run on a No Profit No Loss basis. All the fixed assets are in the canteen are provided by NTPC Limited and the running costs are borne by the Canteen Management Community. NTPC Limited Ltd. Ltd Employees welfare association Employee Welfare Association (EWA) is a welfare body which works for the welfare of the employees, working in the organization. EWA basically is an elected
64

body whose members are elected through a general election. The objective of this association is to cater to all forms of social, cultural and recreational needs of the residents of the NTPC Limited project/plant/township and the employees stationed at the corporate office. All employees are its member Contribution Rs 40/- per month Matching grant Constitution of EWA management Committee

Some of the activities of EWA are: NTPC Limited Sports council All employees are its members Contribution Rs 1/- per month Matching grant Constituting of Sports Council Management

Facilities T.T.S ground/ GYM Ground near hospital All sports equipment
65

Major Activities Organizing tournaments for employees Cricket, football, volleyball, basketball (for school children and employees) Ladies club Shirshti samaj: All employees wife are eligible Contribution Rs 30/- per month Matching Grant Major activities Management of schools- Little flower & vidya bhawan Taking up social responsibility Bal- Bhawan co-curricular activities for children Vikramshila club All executives are its members Contribution Rs 50/- per month Matching grant Contribution of vikramshila club management committee

Major activities Organizing cultural program New Year party Club raising day Night Cricket Tournament Musical Night/Fun Games

66

 Dance, song competition Quiz painting Deepawali contest Maintaining and updating library

NTPC Limited sports promotion board: Resumed from 2005 onwards Cricket for young employees(under 30 years) NTPC Limited Athletic meet for school children

NTOC Ltd cricket tournament in eastern region (for school children)

Alakhnanda club The NTPC Limited ,Kahalgaon has another club for non- executives employees. It has all facilities available in the Vikramshila club except the pantry. Other schemes to strengthen welfare initiatives: Medha Pratiyogita/ Employees Quiz Dance, drama competition Theatre workshop Coaching classes for engineering/ medical Counseling session for school Magic show, children films, etc.

Educational Facilities:
Educational facilities are provided to the children of the employees at NTPC Limited., Kahalgaon. This is one of the most important welfare facilities for the employees. There are 3 high schools namely St. Josephs school, Kendriya vidyalaya, & DAV school. The school impart 67

education to the children of the township and the surrounding localities. The Urvashi Club of Deeptinagar also runs Little Flower school & Vidya Bhawan for junior students NTPC Limited provides subsidized education for employees children, provides transport facilities to the children, grant scholarship and extend educational assistance through reimbursement to fee.

Transport Facilities: Inadequate transport facilities put the employees and their families under a lot of strain, loss of time, fatigue etc. thereby loss of productivity. So, the need of transport facility is obvious. NTPC Limited Ltd. has provided adequate transport facility to move from township to railway station and market place. The school children are provided with school bus facilities. Cooperative Society: Establishment that employed more than 300 workers are covered under the scheme of opening fair price shop or cooperative stores as recommended by the 20 th session of the Indian labor conference held in August 1962. NTPC Limited Ltd. runs a departmental store, at the shopping complex, in which members are the share holders. In NTPC Limited Ltd., Kahalgaon, the cooperative society has about 200 members. The minimum no. of members required is 15. A committee has been made to see the workings of the cooperative society which has 11 members. The committee has a secretary, joint secretary, treasurers, and the rest as members. Out of these members, the president and 2 members are nominated.

68

LAW SECTION
Definition:
Law is a system of rules, usually enforced through a set of institutions. It shapes politics, economics and society in numerous ways and serves as a primary social mediator in relations between people. Contract law regulates everything from buying a bus ticket to trading on derivatives markets. Property law defines rights and obligations related to the transfer and title of personal and real property. Trust law applies to assets held for investment and financial security, while tort law allows claims for compensation if a person's rights or property are harmed. If the harm is criminalized in penal code, criminal law offers means by which the state can prosecute the perpetrator. Constitutional law provides a framework for the creation of law, the protection of human rights and the election of political representatives. Administrative law is used to review the decisions of government agencies, while international law governs affairs between sovereign nation states in activities ranging from trade to environmental regulation or military action. Writing in 350 BC, the Greek philosopher Aristotle declared, "The rule of law is better than the rule of any individual."

69

Consolidated report on law at NTPC Limited Kahalgaon

A. Introduction and brief history of law cell:Level is the major resource of the any originations to establish in this regard in law section is playing the vital role to acquire land with respect of all the feasibility of organization need for economical survivor of organization. Law cell is a part and parcel of HR dept. It plays the creative and dynamic roll in the economy of the project. At present law cell has done all type of cooperative work, coordination and legal suggestion which is required to the concerned department. NTPC Limited established in 1975 in power plant sector, in which Kahalgaon project has inaugurated in 1984. Law cell has also started its function along to other concerned cell after establishment of HR dept. There are 64 villages ad affected from this project at Bhagalpur and Godda district in Bihar and Jharkhand state respectively. B. Organizational set up of law cell:Through law cell has separate identify at HR detp. In Kahalgaon Project but HR head is also a head of this cell. Law cell has Plays the vital role or vital link in NTPC Limited to cooperate or coordination among all department, labour relation, officer and other local and other leaders etc. Law cell has also given all type of suggestion which is required by the concerned dept. time to time within the provision of law. C. Working function of law cell in the eye of law:Law cell has function all type of legal vetting, legal opinion required suggestion, land acquisition process work, house building advance loan vetting PF loan vetting of the employees of NTPC Limited Kahalgaon. Law cell also looked after the all type of the legal cases i.e. land acquisition cases, arbitration cases etc. through empancelled council of NTPC Limited on behalf of the company. D. Future prospects of law cell in Kahalgaon project:Law cell wants to solve the all type of cases through lok adalat or compromise basis. Law cell has also started the acquisition process work at godda and stage (500x3) mw of NTPC Limited Kahalgaon project for carrying coals from the mines. E Conclusion and suggestion for law cell:70

In future law cell should played the stronger role in Kahalgaon project and should started the cooperative works by and large scale in all aspects so that the economy of the company should be strong and controlled on discrepancies of the function of the NTPC Limited project. F. Land Acquisition:LAND ACQUISITION OF 100.71 ACRES IN GODDA. The task was initiated in 2006. Formal applications have already been submitted in the year 2006 itself. However the maps were repeatedly rejected by the State Authorities due to certain deviations in the maps. The reason was observed that the maps submitted by the Private Survey Agency appointed by NTPC Limited were deviation from the Govt. Survey Maps. The discrepancies / intervention of D.C. Godda and the matter is expecting completion. G. Mutation of Acquired Land:The mutation activities of acquired land of 3360 acres have been pending for long time of about 20 years. The matter was taken on emergent basis from the year 2004 and by the year 2007 we have been able to mutate all land except a marginal area of 116 acres out of the 3360 acres. The left out areas are held up due to various discrepancies. The discrepancies are being sorted out, but the process is slow due to the peculiar nature of task and the same being performed by State Government Authorities. The required formalities have been complied with. CRITICAL AREAS 1500 numbers of land acquisition cases. There are 1535 nos of litigations pertaining to land acquisition. Out of the same 51 are before high court and rest 1848 are before judge, Bhagalpur. The case before la judge includes two type of cases. Primarily the reference cases for enhancement of compensation filed by the land oustees u/s 18 of the land acquisition act. These cases are pending for last 20 years or more. These cases include large amount of financial liability. Moreover in land an acquisition case every chance is there for enhancement and in interest rate (12%) is running. Second category of cases pending before the la judges are the execution cases filed by the petitioners in those cases, in which the awards were modified but challenged by NTPC Limited before high court. In these cases the court directs NTPC Limited to deposit some percentage i.e. 30 to 50 of the enhanced amount till pendency of the appeal. Getting stay from high court is always difficult and in trial court the petitioners press for payment. The land acquisition cases before high court involves the appeal filed by NTPC Limited against the judgment by la judge.

71

Important achievements by law section

1) Demand by 340 crores by state govt. towards commercial tax for using agricultural land for NTPC Limited plant, got quashed by obtaining quashing orders from high court Patna. The details of the proceedings initiated by state govt. and the corresponding orders writ petitions filed by NTPC Limited before high court and the orders obtained are narrated in separate statement attached. 2) Mutation of the acquired area of land i. Mutation entry in the register of state govt as owner of land of the acquired land NTPC Limited in favour of NTPC Limited has been pending for a long time of more than 20 years in case of NTPC Limited Kahalgaon. In task was monitored by law cell and as a result out of the balance 300 acres about 185 acres have been completed in the year 2007 and currently there is only 116 acres pending. The balance area also expected within a month or so. Area pending of mutation at the beginning of the year: Area mutated during the year Area for which mutation awaited shortly Area for which mutation awaited shortly 300 (approx) 185 (approx) 116 85

3) Arbitration cases disposed off. The arbitration matter of alstom was decided partly against NTPC Limited by the tribunal. NTPC Limited challenged the award before high court Delhi, which was rejected. Therefore NTPC Limited had filed appeal before division bench, of high court, Delhi and the division bench admitted the appeal and granted stay of the operation of the award. Thus the award which had a financial implication of 52 lakhs stands stayed. 4) Writ petitions filed against NTPC Limited by land oustees got dismissed. During the year there various writ petitions filed against NTPC Limited by land oustees seeking employment got dismissed. The high court had observed that is not the primary duty of NTPC Limited to provide employment rather than it is a state responsibility. The rulings are reported in law journals also. 5) Other matters in which favourable orders received. Apart for the above various other litigations incl. Criminal cases, civil cases, money suits etc. got ordered in favour of NTPC Limited (detailed list attached) 6) Land acquisition Godda. Though the applications were submitted in the year 2006, the same was held up with state govt due to certain discrepancies. The matter in the year 2007 was continuously followed up with district administration
72

and now the discrepancies are almost settled and processes for acquisition are initiated. 7) Physical verification of acquired land In compliance of corporate requirements, the acquired land was measured successfully and appropriate reports were sent within time.

PERFORMANCE MANAGEMEN SYSTEM

73

(PMS)
INTRODUCTION
The System of Performance Appraisal for Board level positions and of executives two levels below the Board level positions for Navaratna and Mini Ratna Companies has been revised by Public Sector Enterprises Selection Board for having uniformity in the Appraisal System. NTPC Limited has accordingly reviewed the existing Appraisal System of senior executive levels. The revised Performance Management System having components of Performance Planning, Monitoring, Review, and Development through involvement of the Appraisee is being introduced.

Philosophy of Performance Management System (PMS):

To build a culture of performance by aligning individual and organizational objectives and encouraging open communication and continuous feedback.

OBJECTIVES
To accomplish the overall organizational vision and mission by linking individual performance company objectives. To cascade companys strategic goals to individual level. To promote professional excellence. To encourage two-way communication between the executive and the reporting officer and bring about transparency in the performance assessment process. To evaluate the potential of the executive to assume higher responsibilities in the organization. To provide a source of talent for meeting the organizations growth requirements through a process of mapping the competencies and potential of executives. To translate future skill requirements of the organization into individual development plans To identify high performers and recognize them through rewards and incentives

74

 To facilitate fulfillment of individual aspirations.

APLICABILITY
PMS is applicable to all executives of NTPC Limited(E1_E9) Executives who join NTPC Limited on deputation or those retaining lien while in service of NTPC Limited are also covered by this scheme. Executives who join in the middle of the PMS cycle, but have served for a minimum period of three months. NTPC Limited executives who are on secondment or are lent on service to subsidiaries and joint ventures with NTPC Limited management.

PMS CYCLE:
Performance Assessment Year: Performance assessment years have been set up as follows: For E6 and above: The performance assement year commences from 1 st April of each year and continues until 31st March of the following year ForE1-E5: The performance assessment year commences form 1st January of each year and continues until 31st December of the same year

PMS PROCESS:
The PMS process is broadly divided into the following stages: Defining expectations i.e., the work to be done, the results/targets to be achieved and skills/competencies needed to achieve these objectives. Setting Measures and Targets, determining priorities and weightages of results to be achieved. Identifying and allocating appropriate resources (such as manpower, tools, training, budget, etc.) to enable the executive to achieve the targets.

Works Objectives and Measures:

While defining work objectives and measures, it is necessary to ensure that:

75

 Goals/Targets/Objectives are SMART (Specific, Measurable, Agreed, Realistic and Time Bound) Results are substantially within the executives control Measures relate to results Data is available for measurement Agreement on mutually agreeable and achievable performance targets is arrived at after sufficient discussion between reporting officer and executive has taken place. Mid Year Review Performance management is not an event but an ongoing process. Mid year reviews helping the following ways: Reinforcing good performance in time. Updating the status of targets, i.e., progress review Identifying areas for Mid-Course correction Revisiting KPAs and goals, if necessary Assessing resource and skill requirements affecting the individuals performance Discussion and feedback on functional competencies, potential competencies and core values actualization Providing early warnings of non-performance, i.e., avoiding year and surprises.

Annual Assessment:
The objectives of Annual Assessment are to: Discuss and arrive at an assessment of performance with respect to agreed targets Assess the competencies, potential and core values actualization by the individual Agree upon improvement plans and development needs for the individual. Agree upon improvement plans and development needs for the individual.

I. Normalization:
The objectives of the Normalization System in PMS are to: Ensure purity and integrity by minimizing variation in ration by different reporting officers across various departments and locations. Enhance objectivity and transparency in the appraisal system To view individual performance from the perspective of organizational achievement.

76

II. Feedback, Coaching and Counseling:

In order to make PMS an open system and to enhance development orientation across the organization; feedback, coaching and counseling are essential components. Communicating the final performance results or the executives and providing development feedback are critical to this process.

Feedback:
Providing feedback on presents the following benefits: Creates transparency making PMS more acceptable to individual. Reinforces good performance on time Enables development of coaching and mentoring relationship between reporting officer and executives Ensures that organizational objectives are achieved to an acceptable standard and in an acceptable form.

Coaching and Counseling:

Coaching is an on-the-job approach to help individuals to develop and raise their skills and levels of competence. Coaching typically consists of: Making executives aware of how well they are performing & their present level of knowledge and skill. Providing guidance to individuals to enable them to complete their work satisfactorily. Motivation individuals to learn new skills and develop themselves. Facilitating individuals to raise their level of contribution and achievement. Counseling in PMS context essentially is a process by which executives can receive assistance in sorting out issues and related to current and future responsibilities and aspirations. Therefore, reporting officers are required to encourage individuals to plan for their own self-development. The process of counseling is through: Recognition and understanding of existing strengths.

77

 Empowering, i.e. enabling the individuals to recognize their own problems and expressing the same. Facilitation action through guidance and expertise, i.e facilitating the process whereby the individuals evaluates alternatives and formulates action plans to achieve the most suitable course of action. Helping individuals to take ownership of the outcomes of their chosen action.

PMS Linkages with others HR System:

Performance Management has much wider implications than purely improving individual performance in the given year. PMS provides the basis for achieving a number of fundamental aims of the strategy for the organization as mentioned below.

Linkage with Training and Development System:

PMS lays strong emphasis on continuous learning and development. The two-way communication between reporting officer and executive creates an environment of trust and self-learning. PMS is the basis for the organization to maintain data on an individuals skill gaps take training needs, use it for foreign training (assignments and company sponsorship of long-term educational programs, etc. PMS would also provide the means to determine the collective level of competitions strengths available within the organization as well as gaps for planning for organizational development initiatives Learning and development initiatives fundamentally rest with the organization facilitating the same through creating a learning environment and providing suitable opportunities etc. The executive would be responsible for making use of the same to the maximum extent possible

Linkage with Rewards System:

PMS results of the executives would be used as one of the inputs in the Career Development System. It would provide inputs for assessing and individuals readiness for higher responsibility and career advancement PMS input would also help in decisions relating to job rotation and placement in special assignments commencement with demonstrated potential. The detailed processes and systems relating to this are outlined in the Career Development Policy.

78

EMPLOYEE INDUSTRIAL

RELATION

RELATION (ER/IR)
The employees relation section at NTPC Limited Ltd Kahalgaon is working quite efficiently as there are no major issues raised by the unions of Kahalgaon Super Thermal Power Project in the near past. The employees Relation section deals with various issues regarding the welfare of employees. The major activities involve holding of meeting with various unions and associations to resolve different and reach a consensus to ensure satisfaction among various section of employees and in facilitating a health work environment. MAJOR FUNCTIONS: To take care of the employees relationship with that of the management. To keep an eye on all the activities going on in the plant and plant premises. Liaisoning with the local Administration. Liaisoning with the District authorities. Liaisoning with labour department of the state. To look after the security of the plant from the outside activities. To take decision on an act of any kind of unwelcoming or unfortunate incident like accident or death of any person inside the plant or township. To take decision in case of any strike, lockout or any other labour unrest etc.
79

To coordinate with CISF people in order to collect information regarding any union activity going on in the plant. To issue gate passes to contract labour etc. To look after the all anti social elements presents in and around the township as well as plant area. To arrange meetings with the workers union as well as with the supervisory and executives unions. To make minutes of all the meetings held with the union and association. Sending monthly IR report to the corporate center regarding status of enquiries pending with the CC like issue rose during the month by various unions and association etc. Maintaining cordial relation with unions and associations and external stakeholders on behalf of management. Coordination of meeting (SLC, PLC, TAC, SMC, NEAK, UNION, and with state District Administration).

TRADE UNION IN NTPC Limited I. II. III. IV. Kahalgaon Tap Vidyut Mazdoor Sangh- INTUC (Regn no.2995) Kahalgaon Brihat Tap Vidyut Pariyojana Mazdoor sangh-AITUC (Regn no.3203) Rastriya Tap Vidyut Sarmik Sangh-BMS (Regn no.3579) NTPC Limited Kamgar Sangh-Independent (Regn no.3949)

ASSOCIATIONS IN NTPC Limited I. II. NTPC Limited Supervision Association- Independent (Regn no.3195) NTPC Limited Executive Association-A constituent of NEFI (Regn No.-s/61744)
80

DEVELOPMENTAL NEEDS: The Performance Management System is a tool to be utilized for identifying the developmental needs of the employee. The Reporting Officer while evaluating Performance, Competencies, Values and Potential would specifically address the developmental needs in order to overcome the competency gaps in the appraise.

Employees Development Center (EDC)

Training shall include a training programme, seminar, convention, workshop, symposium or any other structured learning or developmental programme, based on organizational needs and/or Training Need Analysis. NTPC Limited since inception has been laying emphasis on Training and Development employees with a view to productively contributes to the growth
81

and performance of the organization. For this purpose guideline and system have been issued from time to time. A need has been felt to consolidate and codify different practices that guide the training and development activities with a view to streamline and rationalize these under training function. A comprehensive training system, covering all aspects of training and development activities has been evolved for uniform implementation across the organization. The revised training system aims to optimally utilize various Agencies of training and Training instruments in an effort to transforming the company into a learning organization. The basic philosophy to the EDC is to make training an effective instrument in transforming NTPC Limited into a learning organization. OBJECTIVES: Make learning one of the fundamental values of the company. Ensure value addition through training of the over all business process. Institutionalize learning opportunities that supplement work experience. Integrate organizational and individual development needs. Enable employees to keep abreast with the latest knowledge and skill and enable them to under take current and future responsibilities in a more effective manner. Provide linkage between the different functionaries of training activity. Provide linkage of training activity with overall Human Resource Function.

Training & Development at NTPC Limited, Kahalgaon

Determining Training & Development needs Establishing Training & Development policy. Setting goal and objectives of training and development. Preparing Training and Development budget.

82

Deciding about the training and development venue. Deciding about the methods and techniques to be deployed in training and development. Determining methods of evaluating training and development.

Activities:
In-house training (training at EDC) External training (Training outside NTPC Limited) In-company training (Training at PMI and deployed in Training & Development) Conducting courses like B.S. Power Engineering through BITs Pilani.

HUMAN DEVELOPMENT
Meaning:

RESOURCE

83

Human Resource Development may be understood as an attempt to improve current or future employee performance by increasing an employees ability to perform through learning usually by changing the employees attitude or increasing his or her skills and knowledge. HRD focuses on employees personal growth. Competent employees will not remain competent forever. Some are minimally qualified upon entering the organisation but require additional training or education. Others enter the organisation capable of performing at an optimal level, but their skills become obsolete over time, and management must ensure that there is an appropriate match of individual abilities with organizational needs for the future. Each of these issues is considered in the development function.

OBJECTIVES OF HUMAN RESOURCE DEVELOPMENT

To enhance organizational performance by institutionalizing an objective and open performance management system. To align individual and organizational needs and develop business leaders by implementing a career development system. To enhance commitment of employees by recognising and rewarding high performance. To build and sustain a learning organisation of competent world class professionals To institutionalize core values and create a culture of team building, empowerment, equity, innovation and openness which would motivate employees and enable achievement of strategic objectives

NTPC Limited's integrated Human Resources Development has many interacting and responsive sub-systems, which have been devised as instruments for both evaluative and developmental objectives of the employees. This helps in selecting and retaining the best technical and managerial talents. NTPC Limited has a comprehensive in-house training infrastructure that covers the needs of all cadres and functions. The Power Management Institute (PMI) of NTPC Limited provide management and technical training, complemented by Full Scope Simulators Training facilities for Coal and Gas based power station.

84

Services covered under Human Resources Development & Training include the following:

Design of comprehensive organization structure

GM (Kh)

DGM(P&S) DGM(HR) DGM(TS) Manager (TQM)) DGM(F&A) DGM(F&A) Sr. Manager (safety)

DGM(FES) DGM(M&CS) DGM(F&A)

CMO Sr. Specialist Manager (Vig.)

AGM(proj) AGM(Opn) DGM (oprn) DMG (EMG) DGM (FT)

AGM(O&M) AGM(MTC)

DGM (C&IEREC ) DGM (EED) DGM (Civil) DGM (civil)

DGM (ME)

DGM (ME) DGM (ME) DGM (TA&civil)

DGM (commg)

DGM (EMD) DGM (MM) DGM (FM) DGM (C&I)

DGM (civil) 85

Induction
The selected candidates are introduced to the organizations mission, vision and objectives. Briefing by the department head is done. They are introduced to individual departments, organization structure and then to the reporting systems. CATEGORY NON-EXECUTIVES IN WORKMEN CATEGORY a) Unskilled Group b) Skilled Group NON EXECUTIVES IN SUPERVISORY CATEGORY EXECUTIVES
Management Development Training SLNO. CONDUCTED BY METHOD

GRADE W0 W3 S1 E1/E2

SCOPE

PARTICIPANTS

PERIOD

1 2 3 4 5

Safety (fire fighting) Safety (first aid)

Selected Employees Selected Employees

On the job Identified training employees Induction New recruits training Other management training Selected employees

C.I.S.F fire Classes with Fighting Cell demonstration External Classes with agency demonstration In house Demonstratraining tion In house training External agency Classes Classes

Once in 4 months Once in 3 year/as per requirement Continuous From date of joining As per requirement

86

Successful candidates placed on the job needs training to perform their duties efficiently. Workers must be trained to operate machines, reduce scrap and avoid accidents. It is not only the workers who need training. Supervisors, managers and executives also need to be developed in order to enable them to grow and acquire maturity. Essential: Developmental needs which, if not met, may affect job performance Desirable: Developmental needs which are necessary for personal development and growth. Short-term: Developmental needs which need to be fulfilled for immediate job performance. Long-term: Developmental needs which need to be fulfilled for future job performance, in next two years or so.

Skill up gradation, On-the-job training

Employee will be put on job training guided by supervisors for a period of six months and confirmation of employment after successful training or on a probationary period for six months. During the probationary period employees on the basis of job performance is monitored and evaluated and necessary steps are taken to improve his performance. Separate files are maintained for each employees having documentary evidence such as proofs regarding age, address, academic qualification, experience, performance evaluation form and performance is reviewed from time to time by the seniors. The new recruits are also attached with senior executives under a systematic and formal mentoring system of the company to integrate them into the culture of the company.

Simulator Training
The Simulator training centres at Korba & Kawas, designed to produce real time behaviour of the Thermal and gas modules respectively, shall cater to the needs of the corporation. In addition, depending on the availability of resources, the Simulator training centres would also provide training to external agencies / organisations, on commercial terms.

87

Reward & Incentives

A culture of rewards and recognitions is created through celebration of various achievements and events and recognising the contributions behind such success.

Career Development System

A well established talent management system, to ensure that NTPC Limited delivers on their promise of meaningful growth and relevant challenges for employees. The talent management system comprises of:

PERFORMANCE MANAGEMENT
88

CAREER PATHS and LEADERSHIP DEVELOPMENT

Knowledge Management System for a learning organization

To meet the ultimate objective of becoming a learning organisation, an integrated Knowledge Management System has been developed, which facilitates tacit knowledge in the form of learning and experiences of employees to be captured and summarized for future reference.

Form a organizational culture

NTPC Limited is proud of its systems for providing a good quality of work-life for its employees. In addition to providing beautiful and safe work places, NTPC Limited encourages a culture of mutual respect and trust amongst peers, superiors and subordinates.

Implementation of strategies of HR
The company has short and long- term strategies to not only deal with the issues and challenges but to convert the challenges into opportunities of enhancing corporate growth and strength and become a world- class integrated energy utility. In addition to the growth and diversification initiatives, the company has developed specific strategies in different areas with a view to maximizing its efficiency and returns. Sharper focus has been imparted on customer interaction and relationship management and will explore new avenues and methods of selling power.

Competency Module
For NTPC Limited, its nearly 24,400 employees are its most valuable assets. The company attaches great importance to training and developments. ISO 9001 certified Power Management Institute (PMI) is enriching the intellectual capital of NTPC Limited. Academic enrichment initiatives have been taken for the employees, like Post Graduate and Graduate Engineering degree programmes, through reputed institutes like IIT- Delhi and BITS- Pilani. Greater exposure and learning is provided through Development Centres, Open Competition for Executive Talent and Professional and Circle Movement.

89

 Total Quality Management (TQM) has been introduced across the company.

Internal communication
At Kahalgaon, people believe that effective communication is the most essential tool for successful management .Communication is the backbone for any system or process without which growth and survival of any organisation is not possible. Directors (HR)S Communication matrix NEED COMMUNICATION MEDIA e- mails by all HR executives

Sharing information with employees & their families HR Homepage at Intranet regarding NTPC Limited, its achievements, policies Uploading circulars directly on intranet strategies, updates, awards won, corporate plans, new Passing important circulars in site management initiatives etc. committee Sharing all corporate circulars Publishing House journal every month Conducting Business communication meetings Regular IT Ambassador meet Regular HR Ambassador meet Open house discussions of GM with managers & Sr. Managers Initiating nodal officers concept Producing video magazine every month

90

Conduct HR audit in all section Competency building in new areas mining & hydro Framing of individual development plans (IDPS) for AGMs, GMs who had undergone leadership assessment and development system (CEADS) center Implementation of empowerment of regions engineering and contraction of identified of packages to be carried out by regions. OTHER SCHEMES FOR HUMAN RESOURCE DEVELOPMENT NOCET: NTPC Limited Open Competition for Executive Talent (NOCET) is organized every year in which teams of executives compete annually through oral and written presentation on a topical theme. Professional Circles: Professional Circles have been formed department-wise where Executives of the department meet every fortnight to share their knowledge and experiences and discuss topical issues Quality Circles: In order to tap the latent talent among non executives and make use of their potential for creativity and innovation, Quality Circles have been set up in various units/offices in NTPC Limited.

91